How ITM is paving the way for equality and diversity
The ITM School's management team is practically all men, and one might wonder if anything has really progressed. However, JML partners Martin Edin Grimheden and Annika Lilja tell us about managers at all levels working for gender equality, diversity and equal opportunities, and about a new group that is now in line for training.
The management team at ITM is still male-dominated, with only two women out of a total of a dozen members, but things are happening under the surface. Managers at all levels have been trained in gender, diversity and equality (JML*) and are actively working to reduce differences in both recruitment and pay. The latest salary survey shows that the school outperforms others in terms of gender gaps.
In recent years, the focus has been on training leaders and improving gender balance among both students and staff. Thanks to the school's JML partners, Martin Edin Grimheden and Annika Lilja , and its JML groups, the statistics are looking better and better.
Today, the school works systematically on recruitment, and a third of applicants for certain positions are women. The target of 50/50 has not yet been reached, but things are moving in the right direction.
"To achieve gender balance, we need to identify critical points. For example, women at KTH drop out of programmes and research careers more often than men," says Martin. "We need to ask ourselves what we can improve to make women like this course, get engaged in this research subject or feel comfortable in this male-dominated team."
Program Directors trained in JML
Now ITM is focusing on first and second cycle education, where it is often difficult to ensure equal treatment.
“For example, examiners should be aware of holidays from different cultures, which is not obvious to everyone,” says Martin. “But they also need to understand the value of having diversity in their teaching and guest lectures and be able to deal with derogatory comments in the classroom”.
All Program Directors (PAs) now receive a four-day JML training course, similar to the one managers took a few years ago. After the training, they conduct a cultural scan of their programmes and create a development plan that the new JML group reviews.
New JML group with a clearer mission
Launched at the beginning of the year, the new JML group is appointed by the Head of School and consists of people from across the organisation, such as directors of studies, programme managers, caretakers, professors, administrators, managers and staff. The aim is to advise management and develop concrete plans for both education and research.
“We want to avoid JML issues becoming vague and worn-out. That's why the group now has a clearer mandate and closer links to management,” says Annika Lilja.
The group may also need to act in relation to the Faculty Board, which is responsible for quality assurance.
"JML issues are closely linked to quality," says Martin. "I would like to see the Board commission specific projects from us, such as producing statistics or development plans. In this way, they too can become the driving force for making ITM more equitable".
What happens after the PA training?
“Then we will start with the next iteration – docotral students and their supervisors,” says Martin with a smile, because the commitment never seems to wane. “There are particular challenges here, not least for international female PhDs. But it will require both courage and good routines to discover things in time and dare to discuss them with supervisors”.
PS. And for those who wonder why the ITM School's management team is so male-dominated, it is because several women have recently been given high-level positions at KTH. Annika Borgenstam became Vice President for Research, Sofia Ritzén Dean and Anna Jerbrant Programme Manager for Future Education at KTH. So yes, ITM is good at developing female leaders. Maybe a little too good.
Text and photo: Ulrika Georgsson ( ulrikage@kth.se )